Summary of the company’s human resources work

Summary of the company’s human resources work (selected 5 articles)

Time moves forward sequentially on the annual rings. A period of work has ended. Looking back on this extraordinary time, There are laughter, tears, growth, and shortcomings. It’s time to take time to write a work summary. So how to write it? The following is a summary of the company's human resources work (selected 5 articles) that I compiled for you. You are welcome to learn from and refer to it. I hope it will be helpful to you.

Summary of the company's human resources work 1

Time flies, 20xx has ended in a blink of an eye, and the new year has begun. I am very grateful to the company leaders and colleagues for their concern for me. and the support and cooperation I have given in my work. My job position is the human resources supervisor, and I am mainly responsible for the two human resources modules of recruitment and training. The work is summarized as follows:

1. Work summary

1. Recruitment

In order to ensure the timely arrival of personnel and improve the level of employee recruitment, the Human Resources Department has established a good cooperative relationship with the top three recruitment websites. Recruitment is an important part of human resources work. The company's recruitment guide and the employment requirements of each department need to be considered. During the recruitment process, we weigh the factors such as the applicant's academic background, work background, and stability, conduct preliminary resume selection and interview, recommend the applicant to the company's hiring department, and join the job after being interviewed and assessed by the hiring department. In 20xx, 36 new employees were successfully recruited, and 31 are currently on the job. The employee fitness rate exceeds 86, and the staff stability is relatively high. At present, people in xx positions, xx positions, and xx positions have become the company's core employees.

2. Training

New employees should understand that there are no rules and regulations. After joining the company, they should carefully study and deeply understand the company's rules and regulations, not only regulate their own behavior, After recruiting new people, provide education and guidance. Let every employee who joins xx company understand the company as soon as possible and integrate into this group, so that new employees have a strong sense of belonging after joining. The Human Resources Department communicated with the heads of various departments to arrange this year's training curriculum to improve employees' business levels. It held 20 training sessions for about 500 people. The company's average class hours per person was: 27 hours/year, and the training satisfaction rate was 92.

2. Shortcomings in the work and suggestions for improvement next year

1. Training:

(1) The training class hours are not enough, and the current training cycle is two weeks Once, in order to better achieve the purpose of training, without affecting the normal work of each department, a training plan for the next year is made in advance at the end of the year;

(2) The quality of training needs to be improved, and employees should be contacted after the training Communicate, understand everyone’s ideas and needs, improve methods, and strengthen internal work training, focusing on business knowledge, supplemented by management knowledge and professional qualities;

(3) Branch training, general and branch training There should be more communication between companies, and head office personnel can use their business trip time to provide relevant training for branch personnel;

(4) Use other technical means, use external brains, and hire professionals to provide training for everyone.

2. Employee relations:

(1) In this new work module next year, the company’s employee activities are currently mainly dinner parties, with fewer other activities; the human resources department collaborates with the president Organize multiple company social gatherings, competitions and other activities to enhance the corporate image, express the company's care for employees, connect employees with each other, and increase corporate cohesion;

(2) The Human Resources Department should Communicate with employees regularly to understand their real thoughts and needs and provide better services to everyone;

(3) Keep records of interviews with resigned employees to control the number of personnel attrition.

The above is a summary of the work situation in 20xx. I hope that the leaders will give guidance. I will continue to work hard and strive for greater progress. I am proud to be a member of xx company, and I am willing to work side by side with the company in its pursuit of excellence.

Summary of the company's human resources work 2

The year 20xx is Chinalco's "Innovation Year" and it is also the year when Henan Branch achieved large-scale leapfrog development. According to the arrangements and requirements of the superior company, the new leadership team of xx Mine has brainstormed and reviewed the situation and formulated the work idea of ??"being realistic and forging ahead, pioneering and innovative, and achieving the sustainable and stable development of xx Mine". Under the guidance of this idea, all departments of the mine worked together to achieve new highs in the purchase and supply of minerals, achieving unprecedented good results in the construction of the xx mine. Under the correct leadership of the Mine Party Committee and the Mining Department, the Human Resources Department will focus on output, quality, cost indicators and the sustainable development of the mine, strengthen the management and allocation of human resources in our mine, and conscientiously do a good job in human resource development and employee The training work, performance appraisal work and distribution mechanism have also reached a new level. The human resources management level of our mine has been further improved, providing a solid talent and system guarantee for our mine to successfully complete various production and operation tasks in XX. Looking back on XX, the Human Resources Department mainly did the following work:

1. Continue to do a good job in training and identifying employees' professional skills.

According to the arrangement of the two-level companies on vocational skills appraisal, combined with the technical status of our mine employees and the requirements for the sustainable development of xx mine, our mine increased the intensity of vocational skills appraisal in xx and broadened the scope of appraisal scope and types of work, and encourages employees to voluntarily participate in special training and technical assessment to achieve multiple certificates for one position. This year, 220 employees in 24 types of work were arranged to participate in skills training and assessment.

Due to the heavy production tasks of our mine this year, in order not to affect the normal production of each unit, the Human Resources Department carefully organized its efforts, made full use of Sundays, evenings and shift time to organize training, and insisted on improving the working ability of employees. At the core, we put the pertinence, practicality and effectiveness of training first, and at the same time combine skill appraisal training with on-the-job training to carry out various forms of training so that employees have strong adaptability, creativity and Innovative power. After two months of training, 220 employees in 24 job types who participated in skills appraisal passed theoretical and practical assessments at the Luoyang Vocational Skills Appraisal Center, and all obtained the corresponding level of vocational qualification certificates issued by the national labor department (junior worker 51 (including 31 intermediate workers and 140 senior workers). Our mine's strict organization, careful training, and excellent results-oriented mining style have been affirmed and praised by the Luoyang Vocational Skills Appraisal Center, and the leaders of the human resources management departments of the two-level companies also spoke highly of it.

2. In cooperation with the "Three System Reforms" of the Henan Branch, the job survey and the preparation of job descriptions for 155 positions (types of work) in the entire mine were completed.

It lasted three months. Since its listing overseas, Chalco has been guided by the corporate spirit of “working hard, innovating and striving for strength”, and has made great efforts in reform, strengthened management, and achieved good results. In order to establish a human resources management system that adapts to international competition, establish the awareness of crisis, worry, reform and innovation among employees, enhance the company's core competitiveness, reform the existing personnel management system and operating mechanism, and build a new type that is in line with modern times. The human resources management system required by enterprise development is urgent and urgent. Based on the above situation, the company proceeds from the strategic perspective of sustainable development, and in accordance with the "Guiding Opinions of China Aluminum Corporation on Building a Human Resources Management System" and the requirements of the "Year of Innovation" in xx, the company issued the "China Aluminum Corporation of China on Employees" Implementation Measures for the Reform of Allocation and Salary Distribution System to Establish and Improve the Human Resources Management System" to further improve the company's human resources management system.

According to the deployment of the two-level companies, the Human Resources Department has used radio broadcasts, held special meetings, and issued the "Guidance Opinions of China Aluminum Corporation on Building a Human Resources Management System" and " Chinalco Corporation's "Implementation Measures for the Reform of Employee Allocation and Salary Distribution System to Establish and Improve the Human Resources Management System" and other methods have done a good job in the ideological work of employees, and preached the purpose and significance of the "Three System Reforms" and job analysis to the majority of employees. , gain the understanding, trust and cooperation of employees.

At the same time, two employees with advanced ideas and excellent management were selected to participate in job analysis training at the Henan company. After the training, according to the company's time and procedural requirements, the Human Resources Department established the XX Mine Job Investigation and Analysis Leadership Team, and held several special meetings to formulate various measures and methods to ensure the smooth progress of this work. At the same time, more than 20 team members were divided into four groups and went deep into the three major workshops and departments to conduct job investigation and analysis. Through on-site face-to-face interviews and questionnaire surveys with employees and section leaders (squad leaders) at each position, combined with data analysis, Through methods such as on-site observation, key events, work diaries, and group discussions, various data and information on the work of each position were collected extensively and in-depth. After extensive discussions, an analysis questionnaire for each position in the xx mine was initially formed. On this basis, members of each group overcame difficulties such as tight time, heavy tasks, and lack of understanding. They worked overtime, solicited opinions from many parties, held extensive discussions, and revised drafts several times. It took more than two months to finally form the xx mine operation and management position. Job descriptions for a total of 155 positions, professional and technical positions, and production operation positions, successfully completed the tasks assigned by the superior company, and were praised by the leaders of the Henan Branch and the mining company. Among them, many of our mine’s outstanding achievements in this work Our working ideas and methods have also been learned and promoted by brother units and superior companies, winning a good reputation for our mine.

3. Conduct a general survey on the comprehensive quality of personnel in various positions in our mine.

According to the company's human resources development strategic plan, the purpose of building a new human resources management system is to maximize the motivation and development of employees' potential, promote the comprehensive transformation of traditional personnel management to modern human resources management, and give full play to The needs of the four core functions of modern enterprise human resource management: "selection, training, employment and retention". The first task to realize the "selection, training, employment and retention" functions of modern human resources management is to have a clear understanding of the current human resources status of the company. Therefore, it is necessary to conduct a thorough analysis of the comprehensive quality of the existing employees in each position in our mine. Compared with job survey and analysis, job analysis is based on jobs rather than people; employee comprehensive quality census is on people rather than jobs. The purpose is to measure the comprehensive quality of employees in various positions (types of work) in our mine, including job operation capabilities and technical learning improvement. Ability, management ability, etc., to prepare for future "selection, training, use and retention". In order to ensure the accuracy of this employee comprehensive ability census, the Human Resources Department designed and carefully arranged the design and distribution of 1,600 "Employee Comprehensive Ability Information Questionnaires". The contents of the questionnaire are divided into 7 items, starting from the employees themselves. The technical level of the type of work performed by the unit, other types of work and technical levels, management ability, ability to get along with others, language expression ability, writing ability, and technical learning and improvement ability cover all aspects of each employee's work. , each survey content is divided into three levels: high, medium and low. The procedure of this survey is

1. First, individual employees fill in the questionnaire truthfully and conduct self-scoring.

2. The section leader (squad leader) of each unit will rate the employees in this section (team) according to their actual abilities.

3. The leaders of each unit will rate the employees of their units according to their actual abilities.

4. Finally, the Human Resources Department will summarize and form the final comprehensive capability information database of employees in each position of the xx mine. The formation of the employee's comprehensive ability information database provides guarantee for the "selection, employment, training and retention" of our mine's future human resource allocation. Summary of the company's human resources work 3

The work of xx is coming to an end. During the year-end work, the company's human resources department carefully established and improved the company's human resources management system to ensure that the human resources work is in line with the company's development goals. Scientifically and standardizedly, we formulated and implemented the year-end work goals and work plans of the Human Resources Department, made budgets and work plans on a monthly basis, and completed the company's year-end overall goals ahead of schedule. Now we will summarize the work of the company's human resources department

1. Analysis of the company's basic human resources situation

At the end of the year, we will summarize the company's basic human resources situation, including comparison of the number of people in each department and analysis of the academic structure. , gender ratio composition, age structure analysis and age structure analysis.

1. Comparison of headcount in each department

Compared with the end of the previous year, the total number of employees increased by 13, to approximately 12.5. The number of employees in the General Manager Office has been reduced due to the merger of the financial department into the Group Financial Center; the number of employees in the R&D Department has been reduced due to the temporary shelving of some projects. In 20xx, the company's focus was on operations, and the number of employees in the product operation department increased, reaching 56% of the total number of employees.

2. Educational structure analysis

As shown in the figure, more than 77% of the company’s employees have a bachelor’s degree or above. The ratio is above 90. For new employees recruited at the end of 20xx, except for some design positions, other positions require a bachelor's degree or above. College graduates are mainly concentrated in the operation and maintenance department. There are only a few employees with technical secondary school education and below. One of them is an administrative cleaner.

3. Analysis of company age structure

The average company age of our company is 14 years, which reflects that the company is in the growth stage. The number of employees with less than 1 year old accounts for 48, and they are mainly concentrated in In the Product Operations Department, due to the adjustment of the company's work focus, the Product Operations Department has added a larger number of employees this year and has experienced greater turnover. Judging from the company age data in other time periods, the distribution is relatively stable and there is no obvious flow, indicating that the basic level of the company's development is still relatively stable.

2. Summary of recruitment work, relevant data analysis

1. Analysis of recruitment completion rate.

Except for the operation and maintenance department, which has a recruitment completion rate of 100, the recruitment work of other departments has not yet been completed. In the next month, we must continue to focus on recruitment and strive to achieve the year-end goal.

2. Relevance analysis of recruitment numbers.

At the end of this year, 1,127 people were notified by phone for interviews, and 406 people were actually interviewed, accounting for 36.02 of the number of people notified for interviews, which is low. This is related to the communication skills of telephone notifications and the writing of interview invitation emails. It is necessary to optimize the communication skills and Invitation email content to attract candidates to come for interviews. In addition, the position that was most recruited at the end of 20xx was the operation specialist of the product operation department. Most of these employees were selected and hired from graduates from xx to xx, and there were more people who were "leaving pigeons" in the interview; the number of people who passed the interview was 65. The ratio to the actual number of interviews was 16.01. It is necessary to strengthen the screening of resume accuracy and improve the judgment and professionalism of interviews; the number of people hired was 52, accounting for 80% of the number of people who passed the interview. The main reason for not reporting or being hired was application Personal considerations include salary, industry choice and other reasons, and are mainly concentrated in operations specialists. 40 people qualified for interviews and 33 were hired. The main reason is that students who have just graduated one or two years ago are confused and have many choices. Too stable. The number of people who passed the trial was 47, accounting for 90.38 of the people who were hired. The main reason for failing the trial was that they were not adapted to the corporate culture of an entrepreneurial company and could not keep up with the company's fast pace. A failure rate of less than 10 indicates that the interviews are more accurate, the controls are strict, and the assessment and follow-up during the probation period are relatively in place.

3. Recruitment channel analysis.

The company’s recruitment channels are mainly online recruitment. 99.9% of the recruitment comes from the three major websites of 51job, Zhaopin Recruitment and China Talent Hotline. Only a few positions are recommended internally. The company's middle and senior management are relatively stable, and the number of recruits is very small, so there is no need to use headhunters; the positions and number of recruits are also adjusted at any time according to the company's business development, and entrepreneurial teams need employees who can get started quickly and adapt to their jobs as soon as possible. Combined with the size of the company, there is no need to use campus recruitment; recruitment channels such as on-site recruitment and publishing media advertisements are not suitable for the company's current recruitment needs.

Taking the position of Operations Specialist as an example, the actual number of interviews and the number of qualified interviews on the three major online recruitment websites are compared as follows. For the position of Operations Specialist, based on the resumes provided by the three major websites, the actual number of interviews was 207. , among which 51job and China Talent Hotline have more resumes, accounting for 42 and 40 respectively, while Zhaopin has the smallest number of recruiters, accounting for 18, with a huge gap. Judging from the interview pass rate, there is not much difference between the three major recruitment websites.

Internal recommendation channels cannot be ignored. This year, the recruitment of the sales director and strategic promotion director of the group headquarters came from the recommendations of internal employees. In the future, we will pay attention to internal recommendations and continue to implement the "Internal Talent Recommendation Award".

In addition, in the second half of the year, the company’s talent pool construction was improved. In addition to the resumes of current employees and resumes that have passed the interview, a "blacklist" has also been added, such as individual "x interviewers" and those who failed to report without legitimate reasons and failed to communicate and explain.

4. Turnover rate analysis.

(1) Turnover rate of new employees. The company has 48 new employees this year, and 12 have resigned so far. The turnover rate of new employees at the end of the year is 25.

(2) Turnover rate of key positions. The company's key positions are mainly R&D project managers, product managers, operations supervisors and designers. The turnover rate for these positions is 0, which shows that the company's key positions and core employees have a high retention rate and team cohesion is very good.

3. Summary of training work

In 20xx, the company’s training was mainly internal training, with basically no external training.

1. Implement and optimize the “partnership system”.

The "partner system" is actually similar to the mentorship system. The main responsibilities of the "partner" include

On the day of joining, get to know the heads of each department and all colleagues in the department; within one week of joining, The "partner" will guide you or have lunch with you in the first week, and guide you to familiarize yourself with the company's surrounding transportation, dining, shopping, medical and other supporting facilities; within one month of joining the company, the "partner" will guide you to understand the company Culture, system, process, etc. If you have any needs in life or work flow, you can seek help from "partners" as soon as possible.

Before employees join the company, they will determine their "partners" with the department head in advance. This year, when it comes to the arrangement of "partners", most of them will choose the person in charge of the group to directly bring in new people. In the past, it was mainly about position-related arrangements. of. In addition, the company added a "Partner-New Employees Communication Meeting" in the second half of the year. The company holds it every two weeks. The participants are employees during the probation period and their "partners". Employees will not participate in this meeting after they become regular employees. The main form is: New employee speech: mainly includes three aspects: "Key work", "Personal feelings and experiences" and "Main issues and suggestions" this week; Partner comments: Comments on the new employee's work and performance this week, and provides guidance Opinion. HR will record each new employee's speech, create a ledger, and follow up on the issues mentioned.

2. Conduct regular induction training for new employees.

New employee induction training mainly consists of three parts: instructions on the day of entry, department-level training organized by department heads, and company-level intensive training.

In 20xx, *** organized 6 induction training sessions for new employees, with ***48 people participating. In principle, induction training for new employees is held once a month, but in some months there are not many employees joining the company. Generally, there are about 8 new employees, and a company-level intensive training will be held depending on the situation. Considering that some employees may take more than a month to participate in company-level training, the content of the training has been adjusted. The instructions on the day of joining will be more detailed than last year. The main purpose is to let employees understand the company's basic system. .

Areas that need improvement: Onboarding training for new employees is the focus, but at the same time, it is necessary to strengthen the operational process training of the business department and the training of business-related theoretical knowledge. Company Human Resources Work Summary 4

This year’s work has ended in a busy way. Looking back on this year, there have been too many achievements and some shortcomings. I also feel that in this process, I have made further progress and sublimated my abilities. In my work last year, I think I can grow enough. As a human resources officer, I am very eager to make more progress. In terms of my work in the past year, I Need to summarize.

First of all, at work, I patiently perform my duties and do my part well. In the past year, there are also some areas that need adjustment. I think these are all It is very appropriate. In this way, I can improve my work ability and complete the goals set at the beginning of the year. This is a very good result. Looking back now, I am still very motivated. As an HR employee, I am always I am proud of myself in this aspect, because being able to make certain progress is the greatest support for my work. In the new year's work, I will persevere more meaningfully. There is no doubt about this. I hope to continue to maintain it. In this state, doing human resources work still makes me feel very happy. Looking back on my experience during this period, I will slowly develop this habit. I hope to persist, do better, maintain a good direction, and let I have accumulated enough experience at work.

Usually at work, I get along very well with the people around me. I hope to do these things better in the future. There are some things that I still need to make a proper judgment with my colleagues around me. Getting along with each other is also relatively important. Looking back now, it is particularly meaningful. Of course, doing this job also brings me a lot of happiness. I have always hoped to find my true self at work. This is a way. I have paid a lot for the company's personnel work over the years, and I have also seen my own efforts. Although the results I have achieved are not enough to make me proud, I think such results are a proof of my own ability. I will definitely do it. Continue to maintain it, strive for more value for the company, set a good direction, have a good goal, and strive for it. The new year is about to begin, and there are still a lot of things waiting for me to implement. I believe In the following work, these will become my motivation, and will also become what I want to do well, implement a good work direction, and work hard for my next work.

Of course, I have some things that I don’t do well. I actually have a habit of procrastinating at work. I don’t finish the tasks of the day and always put them off until the next day. , this habit is very bad, so I will strictly correct it in the new year. I will finish it on the same day and never delay it until the next day. For me, this is very certain. I will definitely continue to work hard next year. Summary of the company's human resources work 5

Over the past year, the standardization of human resources work has initially established the work direction and goals, introduced some human resources management concepts and work into the daily work of various business departments, and also provided The service we are supposed to provide works. However, there is still a long way to go between the company's requirements and our own goals. It has not yet reached the ideal expectations of employees, and there are still many shortcomings that need to be adjusted and improved. The details are as follows:

(1) Human resources management lacks medium and long-term development plans, fails to provide professional reference opinions for the company’s development and decision-making, and fails to provide professional support and consultation for the long-term development of other departments. and guidance.

(2) The concept of human resources management has not yet been deeply rooted in the hearts of the people, and the human resources management systems and processes have not been smoothly implemented in daily work, and there is still a sense of distance from the usage requirements of middle-level and grass-roots managers. .

(3) The management of personnel recruitment and transfer and resignation work is not yet completely orderly, human resources statistics work is still relatively rudimentary, and the speed and accuracy of information update needs to be improved.

(4) The sorting out of departmental responsibilities and positions has not yet been completed and needs to be actively recognized by everyone, and human resources need to provide more professional guidance to each department to improve the responsibilities and business processes of each position.

(5) The company’s performance appraisal work is still relatively extensive, and the indicators are relatively simple and single. There is no real use of performance management to guide managers and employees and unify their concerns and behaviors into the company’s goals. development direction and goals.

The performance appraisal plans between each unit are relatively independent, and there is a lack of unified value guidance and direction guidance for performance evaluation. Each unit serves not only as an athlete but also as a referee, and designs its own assessment plan.

(6) The contradiction between the salary structure and performance appraisal and employee labor relations has not been uniformly considered, and the deep-seated contradictions caused by the salary structure and performance appraisal have not been truly resolved.

(7) The employee welfare system needs to be further sorted out so that it can be institutionalized and made public to provide support for the construction of a positive corporate culture and working atmosphere.

(8) Lack of systematic and long-term training system planning: Although training work is carried out in the long term, the depth and breadth of training need to be further strengthened. The effectiveness of training needs to be evaluated and training efforts improved through evaluation.

(9) The construction of employee relations needs to be more systematic and strengthened. The legal awareness and legal consulting service level of the Human Resources Department need to be further improved. The national provincial and municipal laws and regulations must be combined with the work of this department to understand and execution, but also to provide useful service support for the company's development.

(10) Team building: The professional level is not enough. Many members are not professional enough at work, and they are not proactive and confident enough in their work. They lack opportunities to understand the company's basic business and work, and lack the initiative to learn. . It is necessary to strengthen the learning of professional knowledge and work experience, and to strengthen the understanding and learning of the company and business. Only continuous learning can truly do a good job in the human resources department, especially service work. ;